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Submission to the Commission on the Status of Women

48th session

About Oxfam GB

Oxfams mission is to work with others to overcome poverty and suffering. We work
in more than 75 countries worldwide. Our activities include advocacy, education,
campaigning, and development and humanitarian programmes. We focus on five key
aims: sustainable livelihoods; quality education and health care; protection from
disasters and violence; right to be heard; and right to equity (gender and diversity).1

An emerging focus on mens role in promoting gender equality

Oxfams commitment to gender equality is rooted in twenty years of analysis and


practical action in line with feminist goals. Our understanding of gender
mainstreaming has been to focus on programmes whose immediate beneficiaries
are women and their dependents, based on continuing evidence that women are the
majority in the most economically needy groups in almost all societies, and that
womens experience of poverty consists not only of economic want but of social and
political exclusion. This is culturally condoned in the vast majority of countries
throughout the world.

Our Policy on Gender Equality (2003) reasserts that the vast majority of women
have less recourse than men to legal recognition and protection; lower access to
public knowledge and information; less decision-making power both within and
outside the home; little control over fertility, sexuality and marital choices. However
analysis of the obstacles to gender mainstreaming has led Oxfam (and other
organisations), in the last two-three years, to acknowledge that addressing men is an
essential element of efforts to build gender equality; our policy therefore highlights
that any work with men and mens groups will be to this end.

Exploring work with men Oxfams Gender Equality and Men (GEM) project

The Gender Equality and Men (GEM) project started in 2002 as an initiative by its
UK Poverty Programme and its Middle East, Eastern Europe and CIS (MEEECIS)
region, with funding from Oxfam and the UK Department for International
Development. The project has been assisting Oxfam to explore how it can advance
gender equality and poverty reduction by incorporating men and boys more fully in
the organisations gender work. The project has supported activities such as:
regional workshops on men and masculinities in the UK, East Asia and South
Africa;
an internal course (the Gender Journey) that has trained a number of key
male advocates of gender equality in our organisation;
piloting new approaches to work with men in Azerbaijan, Georgia, Albania,
and the Negev Desert (Israel);
policy and practice change at different levels of government (Yemen and the
UK2).

The current phase of GEM entails the publication of an Oxfam book (Gender
Equality and Men: Learning from Practice) in June 2004. This edited collection
builds on previous publications from Oxfam GB3, bringing together contributions from
fourteen development practitioners and researchers working in many parts of the
world who are seeking to promote gender equality among men. In our comments
below we draw upon the preliminary conclusions of the book.

The added value of including men in gender equality strategies

Oxfam recognises there is a risk that efforts to involve men in gender equality
strategies may divert attention and funding from programmes that support women.
Work with men may be seen as an attempt to co-opt existing gender work to support
rather than challenge existing inequality. And resistance among men themselves can
be hard to overcome. However, there may be risks if men are not involved. Working
with women only can leave power relations unchallenged, increase women's
workload, and reinforce static definitions of men (e.g. as breadwinners) and women
(e.g. as carers). There are potential gains from focusing on men and boys. As
Kaufman has suggested4, such efforts may (inter alia):
create a broad social consensus among men and women on issues that
previously have been marginalised as only of importance to women;
mobilise resources and institutions controlled by men, resulting in a net gain in
resources available to meet the needs of women and girls;
isolate those men working to preserve mens power and privilege and to deny
rights to women and children;
contribute to raising the next generation of boys and girls in a framework of
gender equality;
change the attitudes and behaviour of men and boys, and improve the lives of
women and girls in the home, workplace, and community.

Effective practice in engaging men in gender equality work

Based on examples of interventions in five fields (reproductive and sexual health;


fatherhood; gender-based violence; livelihoods; and work with young men) from a
range of countries5, our forthcoming publication indicates the following elements are
critical to effective practice:

1. Developing a conceptual framework for thinking about men, masculinities and


gender relations. Drawing upon the work of theorists such as Connell, key
aspects are: the invisibility of gender issues to most men and the notion of the
patriarchal dividend (i.e. the privileges that all men draw upon simply by virtue of
being male); the commonalities and differences between men, as well as
between men and women; the dominance of specific forms of (hegemonic6)
masculinity; how masculinities are actively constructed; the costs associated with
masculinity for both women and men; and the dynamic nature of masculinities
over time.
2. Positive messages: It is essential to engage men in gender equality work via
positive messages that promote awareness and understanding among them. It is
important to use language that resonates with them, avoids attributing blame and
encourages positive involvement. Men respond more positively to the language
and tone within training and educational group sessions when it is grounded in
their own experiences and concerns.

3. Effective Messengers: There are advantages in getting boys or men to engage


other boys or men with gender issues (e.g. around mens violence) and of
supporting and nurturing such groups. Supportive female voices including in
particular sisters, mothers, grandmothers, wives, and girlfriends can also be
instrumental in encouraging men to change. An important motivator for men is
seeing the effects of gender discrimination on women and girls they know.

4. Engaging with mens emotional and personal lives: There is a clearly negative
impact for men, women and children of men conforming to restrictive definitions
of masculinity - dominant images of men needing to present themselves as
strong, tough, in control, independent. Attempts to encourage men to engage
more actively with their emotional and personal lives are essential, and
organisations should create space for men to undertake such exploration. In
situations where they feel they will not be treated judgmentally, men are able and
willing to open up about personal issues that matter greatly to them. However,
the pace of change can be slow and efforts need to be sustained.

5. Appropriate environment and delivery: There are venues where and times when
men congregate such as at sports events and religious celebrations, in
workplaces, and in social locations such as bars or cafes and these can be
focal points for intervention. There is also value in creating spaces where men
can meet away from the public gaze. In a public environment, men are less
likely to talk openly and honestly, and are very unlikely to show their vulnerability.
The reverse tends to be true in private spaces7.

The perspectives and assumptions of staff within health and welfare services are
highly relevant too. Tackling these issues requires efforts to make gender visible
within welfare services, by providing opportunities for staff to reflect upon the
gendered nature of the work and their practice.8

6. The process of change: Sometimes personal change in men can come about as
a result of a significant life event: becoming a father or grandfather; relationship
breakdown; illness; or the death of a loved one. Sometimes it can come through
personal realisation of the effects of male power (see 2 above). Gender
workshops can also promote change, if logically structured and sequenced over
time.

Opportunities to promote change can be closely linked to the context within


specific societies. Societal crises (including, for example, the HIV epidemic,
large scale unemployment and poverty, and panics about men's violence) can all
give rise to shifts and crises in gender relations, providing new opportunities for
intervention.

7. Alliance-building: Although not widespread, there are examples of men working


together for gender justice (e.g. gay activism around HIV/Aids, the White Ribbon
Campaign). Mens groups have much to learn from feminist groups; such
connections can reduce the risk that men will shore up traditional masculinities,
and provide a practical illustration of how mens and womens interests can
coincide (e.g. in addressing violence against women).

8. Monitoring programme effectiveness: Given the embryonic nature of much work


with men, only a few examples of research into the effectiveness of programmes
exist (e.g. Programme H in Brasil). Further monitoring is necessary, both to
demonstrate whether such work has an impact (and if so, what kind), and to
clarify whether devoting resources to it is valuable.

Challenges for Development Organisations

The patriarchal culture common within many development organisations, with men
dominating the upper echelons, has tended to obstruct progress 9. Contributions to
the GEM book suggest that development organisations should:

review the direction and content of programmes to ensure that the points outlined
above are implemented, and that positive initiatives are publicised and shared;
maintain existing levels of funding for work on gender equality with women, and
provide additional funding for work with men;
ensure that gender equality work takes place with women, men and in mixed-sex
groups as appropriate;
model gender equitable behaviours at institutional policy and project level, and
assist staff especially male staff to see the connections between the personal
and the professional spheres;
create space for informal, open dialogue on gender issues and sharing about
family life and gender relations within and beyond the office;
develop induction and training in gender analysis and gender mainstreaming;
train male facilitators to build capacity;
implement working practices such as paternity and maternity leave and flexible
working hours, and encourage senior (male) managers to act as role models.
1
See www.oxfamgb.org for further details
2
Ruxton S (2002) Men, Masculinities and Poverty in the UK, Oxford: Oxfam GB
3
Sweetman C (1997) Men and Masculinity, Focus on Gender paper, Oxford: Oxfam GB; Chant S,
Guttman M (2000) Mainstreaming Men into Gender and Development, working paper, Oxford: Oxfam
GB; Sweetman C (2001) Mens Involvement in Gender and Development Policy and Practice,
working paper, Oxford: Oxfam GB.
4
Kaufman M (2003) The Aim Framework: Addressing and Involving Men and Boys
To Promote Gender Equality and End Gender Discrimination and Violence, UNICEF. Full text on
www.michaelkaufman.com/articles . See also Lang J (2002) Gender Is Everyones Business:
Programming with Men to Achieve Gender Equality, Workshop Report 10-12 June, Oxford: Oxfam GB
(available on www.oxfam.org.uk/what_we_do/issues/gender/gem/workshop.htm)
5
Including Brasil, Error! Main Document Only.Canada, the Caribbean, Georgia, India, Mexico,
Pakistan, South Africa, Timor Leste, UK, and Yemen
6
Hegemonic masculinity is a concept that draws upon the ideas of Gramsci. It refers to the dynamic
cultural process which guarantees (or is taken to guarantee) the dominant position of men and the
subordination of women. See Connell R. (1995) Masculinities, Cambridge: Polity Press
7
Lloyd T (1997) Lets Get Changed Lads: Developing Work with Boys and Young Men, London:
Working With Men
8
Ruxton S (2001)Men and child welfare services in the UK, in Sweetman C (ed.), Beyond Rhetoric:
Mens Involvement in Gender and Development Policy and Practice, Oxfam Working Paper, Oxford:
Oxfam GB
9
Chant S, Guttman M (2000) Mainstreaming Men into Gender and Development, working paper,
Oxford: Oxfam GB. See also Longwe S (1995) A development agency as a patriarchal cooking pot:
the evaporation of policies for womens advancement, in MacDonald M, Womens Rights and
Development, Working Paper, Oxfam: Oxford